The beginning of the summer season is marked by two paid statutory holidays, just one week apart: Québec’s National Holiday (June 24) and Canada Day (July 1). Each holiday gives rise to specific employer obligations, raising questions year after year about how the rules apply. In 2026, both holidays fall on a Wednesday, right in the middle of the workweek, creating additional uncertainty for many employers. Here’s a summary of your obligations.

Québec’s National Holiday and Canada Day are governed by separate legislation. In both cases, however, these laws establish minimum standards. A collective agreement, internal policies or employment contracts may provide for more generous conditions.

Québec’s National Holiday, also known as Saint-Jean-Baptiste Day, is governed by its own statute, the National Holiday Act, and not by the Act respecting labour standards. There is only one condition to be entitled to this paid holiday: the employee must be employed by the company on June 24.

Canada Day, which is governed in Québec by the Act respecting labour standards, is subject to different eligibility criteria. To be entitled to the holiday or the associated indemnity, the employee must not have been absent without valid reason on the working day immediately before or after July 1, namely June 30 or July 2.

In both cases, if the employee would normally have worked on Wednesday, June 24 or Wednesday, July 1, they are entitled to a paid day off. More specifically, the indemnity is equal to 1/20 of the wages earned during the four complete weeks of pay preceding the holiday, excluding overtime.

If the employee is not normally scheduled to work on Québec’s National Holiday or Canada Day, the employer has two options: pay the employee the 1/20 indemnity mentioned above, or grant a compensatory holiday. In 2026, the compensatory holiday for Québec’s National Holiday must be taken on the working day immediately before or after the holiday, namely Tuesday, June 23 or Thursday, June 25. If the employee is already on vacation during that period, the date of the compensatory holiday must be agreed upon between the employee and the employer. For Canada Day, the compensatory holiday is simply determined by agreement between the employee and the employer, or as provided by a collective agreement or decree, without any other specific limitation.

If the employer wishes to require the employee to work on either holiday, certain conditions apply. While this possibility is generally available for July 1, it is strictly limited for June 24: the nature of the company’s activities must require operations to continue. This may include restaurants, hotels, essential services or transportation services. In both cases, the employee is entitled to: 1) their regular wages for the day worked; and 2) either the statutory holiday indemnity, the famous 1/20, or the compensatory holiday described above. If a compensatory holiday is granted, it must be taken on June 23 or June 25 for Québec’s National Holiday. For Canada Day, it must be granted within the three weeks before or after July 1, unless a collective agreement provides for a different period.